How to Use Your Annual Review to Make Sure You Are Ready for That Next Promotion
Whether you have been in your current job for a short time or you are an old hand it’s important to keep your corporate development career path always at the fore.
One way to ensure you are ready for that next promotion is to look at your Annual Review in a new light. In fact, it’s important to closely exam performance reviews.
Treat your performance review as you would any other professional project. Rather than not looking forward to it like so many other middle managers, you should see it for what it is: A great opportunity for you to find out what you need to do to get a promotion, and advance your corporate career.
Look to the Future – Yours!
Don’t be shy during your next performance review. Instead, come straight out and tell your boss you want to be promoted.
This might be difficult for some people, but it is well worth doing. How else will your boss know what you want? They might not have any idea you want to be promoted, and if you don’t tell them how will they?
Muster up the courage and put your ideas on the line. You will be relieved afterwards and your boss will be clear about what is ahead for you both.
As well, ask your boss what you need to do to get promoted. Don’t be disappointed if they point out your faults openly. Be reasonable and proactive, and take notes. If you are not clear about what your boss is telling you, repeat their words back to them and ask for clarification.
Mention that you have a clear corporate development career path, and that your plans are to be promoted and to give more to the company.
Give your boss a few seconds to take in what you have said and then follow up with a phrase which means they have to give you a solid answer. Try, “What do you think about this” to pressure your boss into giving you an answer.
After all, this is your future career you are dealing with and you want to know how to get where you want to be as smoothly as possible.
Don’t Be Afraid to Set a Date for Your Next Promotion
Also, make sure that your boss knows that you want to be promoted within a certain timeframe, say one or two years. Don’t make this sound like a threat. If your boss asks what will you do if you are not promoted within this timeframe don’t say you’ll quit. It would be best not to answer this directly, but respond with a list of question prepared beforehand about what areas you need to improve.
You don’t want to set your career path on the wrong track and be sent packing. Try to think of your boss as your mentor – someone who can help you reach your goals. They might not see themselves in this role, but if you do your attitude towards them and your job will be more positive.
Determine the Deliverables
Look at your performance review as you would any other professional project where the deliverables are tangible and expected. In the case of a review the deliverables is information that you can use to ensure you are promotion ready.
It is a great way to remind your boss of all the successes you have racked up for the company. Send them a file before the meeting with a list of everything you have achieved. This will help remind your boss just how good you are at your job.
As well, expect to receive information from your boss. This may take on forms you hadn’t expected, but that’s okay. You could ask what else do you need to do to increase your promotion chances. What skills could you improve on? What other tangible deliverables could you start to implement right now?
Don’t be surprised if your boss is a little unprepared for these questions. Give them space and time, but also prepare yourself for an unexpected response. Your boss might say that you don’t dress well enough or that you seem to be first out of the door at 5 pm. You may feel annoyed at these ideas, but your boss wouldn’t bring them up if they weren’t important. So take note, and make the necessary changes.
With the right kind of goals and thorough preparation, a performance review can bring you a few steps closer towards the promotion you desire and deserve.
And always remember:
Great managers are made. Not born.
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